What are the characteristics of post-90s professionals?

At present, enterprise managers have just got a general understanding of the post-80 s, and the post-90 s came. While being caught off guard, HR managers are also thinking about a question: What are the characteristics of the post-90s generation in the workplace, and how to manage these newcomers in today's workplace?

"The company has come to a group of' post-90 s'." Some professionals have recently changed their msn signatures. The first batch of post-90s college students in China just took up their jobs a month ago.

In the first month of the workplace, the "post-90 s" felt the freshness of the workplace, and the workplace also "learned" to be different from the legendary post-90 s. Then, in the eyes of bosses, colleagues, hr (human resource management) managers and other professionals, what are the "post-90 s" newcomers like?

Do things with passion, but lack of responsibility.

Tang Ye, executive editor of Shanghai-Hong Kong Economy magazine, felt particularly "uneasy" the other day. The "post-90s" editor who recruited 1 month left unexpectedly, which caught him off guard. "You said you want to resign, you will resign. The editor behind you hasn't had time to talk. You can only ask other colleagues who are not in this position to help you. The child is very energetic and originally planned to focus on training. " Tang Ye said helplessly. Why did the little editor resign? Tang Ye didn't make it clear, just feeling that "children don't agree with this job very much, and they don't want to communicate with me if they have ideas".

A while ago, a "post-90 s" customer service of Baidu Shanghai Branch also resigned. Her resignation attracted the attention of Qian Cheng, general manager of Baidu Shanghai Branch, because she had outstanding performance in the previous induction training. In the "exit interview", Qian Cheng euphemistically expressed her intention to keep her, and asked whether she left because of excessive pressure or inappropriate management methods. Who knows, the answer given by the post-90 s customer service is: I broke up with my boyfriend. Faced with such a reason, Qian Cheng said, "I really don't understand."

There is a lot of news about their "flash resignation" when they joined the post of "post-90 s" According to the latest White Paper on Salary in China (20 12) issued by Shanghai Zhenglue Junce Management Consulting, the overall turnover rate of post-80s and post-90s employees in China is relatively high, reaching over 30%. The human resources expert in charge of this survey told reporters that "post-90s", as a new generation in the workplace, actually have a higher proportion of frequent resignations.

Resignation is for a reason, everything. For example, some people say that they always work overtime and go to work too far, and another "post-90 s" actually resigned because of the poor food in the company cafeteria. The most outrageous thing is that a netizen named "Mary" broke the news on the cat flutter. com。 He said that a male colleague born in 199 1 resigned because there were too few girls in the company. The male colleague said that feelings have always been blank, and the scope of contact with society after work is too limited. So he wants to find a factory where there are many girls, so that he can find his other half after work. The netizen who followed the post shouted, "This reason is too avant-garde."

"The sense of responsibility is not strong and the ability to withstand pressure is poor." Qian Cheng found that this is the first shortcoming of the post-90s generation. He said that "post-90s" pay special attention to the comfort of work, and if they are required to work more than 8 hours a day, they will be very dissatisfied.

Zhou Weili, human resources manager of Aite Public Relations Company, also said that the "post-90s generation" is actually a particularly passionate generation. They are interested in everything and have a high enthusiasm for doing things, but they lack persistence. Especially when they are hit, they will find various reasons to retreat.

Zhou Weili said that in her public relations industry, many projects she received needed to help her clients put forward some creative ideas. "Maybe you've been thinking hard all night and think you've come up with a good idea. But the next day you came to the customer, and the customer refused without saying a few words. What will you do at this time? Many of us who have been in the industry for a long time will think this is normal. I'll think about it when I go back. However, many' post-90 s' often start to think about this idea with high emotions, but if they are really hit, they will want to give up their ideas and even find various reasons to ask the leaders to withdraw from this project. "

"A little dull" sometimes makes people laugh and cry.

"A little boring" is probably another impression left by many newcomers in the post-90 s workplace to their bosses and colleagues.

When I first entered the workplace, I haven't entered the state yet, and it is inevitable that I can't keep up with the rhythm, but this "post-90 s" is sometimes "a bit dull".

Speaking of his new post-90s reporter, newspaper reporter Mix still feels angry and funny.

"One day I took him to the city government for an interview. It is agreed that everyone will meet at the gate of the municipal government and then register together. But the appointed time has passed and he hasn't arrived yet. I called him, and he kept saying' here, here, almost there' on the phone, but I asked him where he was, but he couldn't say clearly. I was afraid he couldn't find a place before, so when I got out of the subway, I specially checked which entrance to take and sent him a text message. Later, after 10 minutes, I finally arrived breathless. The children were sincere and apologized again and again, saying that because they seldom came to People's Square, they couldn't find what I said. I said, then you wouldn't ask passers-by At this time, it seemed that he suddenly realized and said,' I forgot to ask'. When I looked again, he didn't take anything in his hand. I asked, where are your notebooks and pens for the interview? He said it was just squeezed out in the subway. Then he vividly described to me how many people were in the subway just now. I found that my notebook was dropped, but I thought I was going to be late, so I didn't care to look for it. All I can hear is three black lines on my head. You said that this reporter has no notebook and pen, just like a soldier on the battlefield without weapons. What are you doing here? Finally, when I got to the interviewee, I had to say, please give my colleague some paper and pens. "

Some interviewees said that "post-90s" seems to be a group of children who have been arranged by their parents for a long time, and they can't find the feeling of doing things themselves when they first enter the workplace. Sometimes it's not that they don't work hard, nor that they are incompetent. It just makes people feel that they are "short of breath" in everything they do. This makes some company leaders and colleagues feel that they are not particularly at ease when they are given a job after 90.

However, people always have a process of growth, and many hr managers are optimistic that if time is set aside for newcomers to learn, that kind of "a little dull" will change with the increase of experience. Zhou Weili said that when I gave a job to the post-90s generation, I actually knew what they might do wrong, but I might not remind them at first. I will leave room and time for self-study for the post-90s generation. If they really can't do it well, I will tell them what to do and guide them to establish some necessary work habits.

Is "too direct" an advantage or a disadvantage?

"Dare to say and do" is also an obvious personality characteristic of the post-90 s in the eyes of professionals.

"Sometimes when I talk to the post-90 s employees, I can feel that he has no concept of superiors and subordinates at all, just chatting casually. This is rare among former young employees. " Wang, recruitment director of Deloitte China, said. In the view of hr who have seen countless people, "post-90 s" is a group of people who are most "not worried" about their bosses.

"Their consciousness of pursuing equality and fairness is stronger than any generation." Cai Fang, senior human resources manager of General Electric (China), said that in General Electric, hundreds of interns are recruited from campus every year, which gives us more opportunities to observe the post-90s generation. They dare to express their views and challenge authority. For example, during their internship, they often challenge the methods or processes of managers and experienced employees, hoping that they will have enough say and their ideas will be widely accepted. Such problems were rarely encountered by interns five years ago.

Before entering the workplace, "post-90 s" has been expressed directly in the interview. Li Meili, the human resources manager of Otani Work Network, said that few people would answer that salary is the most important thing in the interview before, but she met it more than once in the post-90s interview, and Zhou Weili also said that some post-90s people would directly ask in the interview, if I accept this job, where do you think my future growth space and career development will be? Another HR manager revealed that some "post-90s" even confessed some things that were "unfavorable to themselves" to their bosses, such as explicitly saying to their bosses: "I won't stay in this company for long, I just want to exercise here for a few years and accumulate experience."

The directness of "post-90 s" is also reflected in their strong desire to express. During the interview, hr may ask the job seeker "What are your hobbies?" For "post-70s" and "post-80s", a formal reply of "singing" or "football" is enough. But "post-90 s" is completely different. Qian Cheng said: "If their hobby is singing and dancing, they will immediately take the initiative to sing a song or dance a hiphop." Baidu has met several post-90s job seekers like this.

However, this kind of "too direct" speech sometimes brings trouble to others.

Zhou Weili said that once, the leader asked a post-90s employee to do copywriting. The child may be in a bad mood that day. As soon as the leader had finished speaking, she said to the leader, "I can't do it." "Without thinking, so refused to lead, leadership, of course, I'm not happy, just casually said her two sentences. She has a bigger temper and says,' I just can't, please teach me well'. At this time, the leader was humiliated. The post-90 s talk is too direct, which is really thoughtless. "

There is also the behavior of "post-90 s" directly "spitting" on the Internet, which also makes bosses a little uncomfortable. Xiaoyan, who works in a fast-moving consumer goods company, recently found on the Internet that her "post-90 s" apprentice actually posted the company's salary system and various disputes on the Internet. Even once I asked my little apprentice to help me buy things online, and I wrote it down. Xiaoyan really felt a little "annoyed": "I also want to write this little thing. Interestingly, he also wrote what company he was in and what department he was in. Others knew that he didn't care. "

The current workplace belongs to the workplace that needs high execution, and this trend cannot be changed. Therefore, for newcomers in the workplace, while adapting to their personality, they should also be promoted to adapt to the workplace quickly.

Source: Zhang Xiaogang Ke